Providing practical, hands-on approaches to connect data to HR policies and practices to help influence overall business performance, this book is an essential resource for aspiring, new and ...experienced HR professionals across a wide range of industrial contexts.
This research answered the question of which elements, linked to HR management, facilitate the labour inclusion of people with disabilities. We analysed the existence of policies in different ...organizations, and the interaction between these policies and the adaptation of the human resource management systems in order to archive effective labour inclusion. Spanish Human Resource managers answered a questionnaire theoretically based on the Human System Audit model. Results showed that the existence of a strategic plan for the normalization of disability in the work environment effectively leads to high levels of inclusion. This is especially relevant for those organizations that have not adapted the systems of training, professional development and internal communication to people with disabilities. The added value and newness of this research lies in bringing empirical evidence on the role of a strategic plan to normalize disability in the work environment, a policy with an internal- and external-focus, as a diversity strategy roadmap in the framework of an inclusive culture.
With the aim of portraying the future of the field, HRM scholars have repeatedly proposed new research domains and perspectives. Unusual forms of organization do not, however, play a major role in ...these proposals, even if they have gained some importance in practice. A case in point relates to temporary forms of organization in general and project-based organizations in particular. In this paper, after outlining the evolution of HRM as a discipline, we will systematically review top-tier HRM journals as well as other management journals over a period of two decades. Findings reveal that HRM research concentrates mostly on only one dimension of temporary organizing, i.e. temporary employment, and adheres otherwise to the assumption of the permanency or at least longevity of organizations. We argue that theorizing HRM beyond the permanency assumption is not only urgently needed in face of spreading forms of project-based organizing, but also offers unique potentials to study HRM problems, including those of international HRM.
There is now growing interest in employee resilience in the organizational context and its contribution to organizational performance. However, little is known the extent to which high-performance ...work systems (HPWS) contributes towards enhancing employee's resilience as well as their levels of engagement. This study examines the relationships among HPWS, employee resilience and engagement, using a sample of 2040 employees in the Chinese banking industry. Drawing on the job demands-resources model and strategic/high-performance human resource management theory, we develop three hypotheses to test the relationship between HPWS and employee resilience, resilience and employee engagement, and the mediating effect of resilience on the relationship between HPWS and engagement. All hypotheses are supported and suggest that HPWS can be used as a job resource to positively affect resilience and subsequently employee engagement. The key message of the paper is that employee resilience can be viewed as a set of skills and attributes that can be developed through the effective use of HPWS to benefit both individuals and the organization.
The article presents the results of a study examining the digitalization processes of the human resource management system at the organizational level in the Vitebsk region. The relevance of research ...is proved by the rapid development of digital technologies, which have a significant impact on the field of human resource management. The objective of the research was to investigate the use of digital tools and the degree of automation of human resources functions in organizations within the Vitebsk region. This was done to ascertain the necessary competencies of human resource management specialists. The methodological basis of the study is based on a general scientific approach, employing methods of synthesis and comparative analysis. The information base of the study comprises materials obtained from a questionnaire survey conducted among heads of personnel services and directors of organizations in the Vitebsk region. The study determined that large private businesses in the region are leading digital transformation. The priority areas of automation include personnel accounting and administration, organization of staff training, evaluation and certification of employees. The demanded competencies of specialists in the field of human resource management include analytics, online training, and the use of VR/AR technologies. The data obtained reflect the regional specifics of digitalization of human resource management and can be used to develop measures for the development of human capital at the regional level. The scientific novelty of the research lies in the acquisition of new empirical data on the regional features of the digital transformation process within the human resource management system of organizations. This is crucial for development of measures aimed at enhancing human capital in the Vitebsk region. The practical results of the research make it possible to determine priorities in the introduction of digital technologies in the HR field for different types of organizations. The identified discrepancies between the available and desirable automation serve as the basis for the formation of plans and strategies for digital transformation by regional enterprises. Data on the necessary updating of HR specialists' competencies are useful for adjusting training and retraining programs by educational institutions, The results can be leveraged by IT companies to develop strategies for promoting HR automation technologies in organizations within the Vitebsk region.
Assessing the green behaviour of academics Fawehinmi, Olawole; Yusliza, Mohd Yusoff; Mohamad, Zaleha ...
International journal of manpower,
10/2020, Volume:
41, Issue:
7
Journal Article
Peer reviewed
Purpose
Studies have highlighted concerns about the role of knowledge creation between human resource management practices and employee behaviour. The purpose of this paper is to examine the impact ...of green human resource management (green HRM) on employee green behaviour (EGB) through the mediation of environmental knowledge of lecturers in public research universities in Malaysia.
Design/methodology/approach
This cross-sectional study examines the mechanism in which green HRM affects the EGB of lecturers through environmental knowledge in Malaysian public research universities. Smart PLS was used to analyse the relationships from 425 valid responses.
Findings
The findings of the study show that green HRM affects EGB through the full mediation of environmental knowledge. This finding gives a theoretical implication in terms of ability, motivation and opportunity theory.
Research limitations/implications
The scope of this study is limited to public research universities in Malaysia. Future studies may explore other variables that could expedite the relationship between green HRM and EGB. Implications include policy making that emphasises on enhancing environmental knowledge of lecturers.
Originality/value
To the best of the authors’ knowledge, no study has been conducted using environmental knowledge as a mediator between green HRM and EGB.
Generation Z (Gen Z) is the young generation born between the mid-1990s and 2010s. They are now entering the market and starting their first jobs. Therefore, managers must shape the company workplace ...environment to encourage young employees to work efficiently and connect their future with the company. Only then will both managers and employees share mutual satisfaction from collaboration and aim at the common target, which should be the prosperity of the company. This book presents research results and techniques for analysing the working expectations and needs of Gen Z. The analyses were made in various countries in Europe: The Czech Republic, Latvia, Poland, and Portugal. The book contains chapters that present the analysis results and technical chapters that outline modern methods of analysis of management data, including tutorial chapters on machine learning, which currently makes a strong appearance in research in various disciplines. This volume will be of interest to researchers, academics, practitioners, and students in the fields of management studies, research methods, and human resource management.
Green human resource management (GHRM) and corporate social responsibility (CSR) have recently gained more attention in the business world. This study aims to investigate the role of corporate ...support for employee volunteering (CSEV) in strengthening the impact of GHRM on adopting CSR practices of the best 30 firms registered in EGX100 at the Egyptian stock exchange and engaged with CSR activities. Therefore, a conceptual framework was proposed to list theoretical concepts of GHRM, CSEV and CSR to form hypotheses. Data were collected from 326 respondents occupying the highest managerial positions in the studied firms. Using a structural equation model (SEM), the results indicate that both GHRM and CSEV influence positively on adopting CSR activities. Furthermore, CSEV plays a positive moderating role in strengthening the impact of GHRM on adopting CSR in the studied firms. These findings and their managerial implications were discussed in theory and practice.
This article reviews the body of empirical work on human resource management in times of crisis, including that which was conducted prior to the COVID-19 pandemic and that which has been published ...since the outbreak of the COVID-19 pandemic. Following this, we introduce the special issue, summarizing the six articles included. Finally, we present a comprehensive agenda for future research on how to manage human resources during times of crisis based on the insights from the review and our own knowledge of the literature.
Inna L. Soroka
Angewandte Chemie International Edition,
February 21, 2022, Volume:
61, Issue:
9
Journal Article
Peer reviewed
“I am waiting for the day when someone will discover the way to create metamaterials, artificial structures with negative refractive index, that will operate in the optical wavelength range … If I ...were not a scientist, I would be a human resource specialist since I like working with people …” Find out more about Inna L. Soroka in her Introducing … Profile.
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